Whether you are an employer or an injured worker, find out about the workers compensation process in Tasmania and how to make a claim - and then, how to return back to work. You will also find how to make a compensation claim for asbestos-related disease.

Find out about getting a permit for a fireworks display, performing high risk work, getting a construction industry white card, and more. If you are after an occupational licence (for example, to be a plumber, electrician, builder) please go to the Building Standards and Occupational Licensing website.

Find the acts and regulations that govern work health and safety, compensation, long service leave, public holidays and more. Also find practical, user-friendly codes of practice that help you comply with the safety laws; and other guides about the laws.

Find all our guides and kits, sample templates for you to use in your workplace, permit and other forms to send to WorkSafe, details about upcoming events, and recent editions of Workplace Issues magazine.

We will decide on the most appropriate action by assessing the information you provide and the circumstances of your request, and by considering our compliance policy and prosecution guidelines

We will contact the workplace to which the issue relates (or the place from which the relevant person generally conducts their business or undertaking) by one of the following methods:

letter

phone call

attendance by an inspector.

We will take care to not disclose any information that may identify you if you have made a request for your identity to remain confidential. However, it is possible that the workplace parties will make assumptions about who has raised the issue with us. In some circumstances, remaining anonymous may limit the scope of our action.

We will be transparent with the workplace about why contact is being made and what their obligations are under the Work Health and Safety Act 2012. If a workplace attendance is undertaken, the inspector will make enquiries to:

assess the extent of compliance by the workplace duty holders with their work health and safety obligations in relation to the alleged bullying issues

support compliance with legislation.

Our primary purpose is to assess the extent of compliance with WHS laws and ensure compliance, not to support a person’s version of events over another or examine a potential breach of a code of conduct (although this may occur whilst we are making our enquiries).

Within 10 working days from receipt of your request, we will respond to your request which may include contacting you and/or the workplace.

We will keep you informed of progress and, when finalised, will provide you with the outcome, the reason for the decision and any actions taken. This will usually be via a phone call.

We will ensure that our decisions and actions are reasonable, fair and appropriate to the circumstances, based on consideration of all relevant legislation, policies and procedures.

We take unreasonable behaviour seriously. Our service charter outlines our standards of service. We do not view abuse, threats, intimidation or harassment of our staff by customers as part of their job. If your behaviour is unacceptable, we may set limits or conditions on your contact with us and provide you with a warning. If your unacceptable behaviour continues, we may cease all direct contact with you.

What you can expect from us

We may not be in a position to continue to respond to issues that have already been actioned by us. We may stop responding to you if we have already investigated and responded to your issues. If you have been provided with an opportunity to express your concerns, have been treated fairly, given reasons for decisions made and a reasonable explanation as to why your request can go no further, the matter will be closed. Any further correspondence from you about matters already dealt with will be noted, and no further action will be taken.